Creating Workplaces for the Future

Discusses labor force projections that will impact Fond du Lac County in coming years, a talent attraction and retention study done with county businesses, suggests a focus on inclusion for companies and communities, and gives examples of what inclusion is and how it looks in some local businesses already

FOND DU LAC COUNTY UW-EXTENSION
Community Family Living &
Development Department Head
& Natural
Resources
Community
Gardens
Wisconsin Nutrition Ed. Program/Family Living 4-H/Youth Development
Agriculture & Support
Agribusiness Staff
OVERVIEW
 The Situation
 Talent Attraction & Retention Study
 Inclusive Workplace
 Next Steps
LABOR FORCE PROJECTIONS
 Aging
 Increased proportions of people of color.
 Slower growth overall
Bureau of Labor Statistics, 2009.
IMPACTS OF AN AGING POPULATION
 Increased demand
for health and social Older workers
services staying in the
occupations. workforce longer
 Workers staying cannot
longer in the compensate for
workforce. a lack of younger
 More retirements. workers.
 More open
positions.
WI Dept. of Workforce Development, 2008; Bureau of Labor Statistics, 2009.
MORE WORKERS OF COLOR IN THE U.S.
 White, non-Hispanic population is aging.
 Smaller percentage of new labor force entrants.
 Population of other racial and ethnic groups is
increasing (2008-2018).
 Hispanic & Asian population will increase 3% .
 Black population will increase 1.4%.
 White, non-Hispanic population will increase .3%.
WI Dept. of Workforce Development, 2008; Bureau of Labor Statistics, 2009.
Prepared by David Egan-Robertson
Demographic Services Center
WI Department of Administration
School District Students of Color
Fond du Lac 12.7%
North Fond du Lac 9.7%
Ripon 9%
St. Mary Academy, 8%
Fond du Lac
Waupun 6.6%
Winnebago Lutheran 6.5%
Academy, Fond du Lac
SLOWER LABOR FORCE GROWTH OVERALL
Fewer people in workforce
due to:
 Changes in Social
Security and Disability
 Changes in benefits
and defined-benefits
pension plans
 Increasing school
enrollments
 Recession (fewer
younger people
working)
 50% of current workers will be
of retirement age in the next 10
years.
 Current workforce is older than
state and national average.
 Area could need 17,000 new
workers by 2026.
 FDL Area Association of Commerce
 “As the baby-boom generation ages into
retirement, there will not be enough new labor
force entrants to compensate for the loss.”
 “…employment opportunities may go unfilled
as employers struggle to find qualified workers
to fill the jobs vacated by retiring baby
boomers.”
 “we are entering an era in which businesses
will fight for talent.”
• The population is growing.
• The proportion of working age people is decreasing.
• The proportion of working age people of color is increasing.
• People of color have increasing labor force participation
rates and a younger population compared to non-Hispanic
whites in the U.S.
• Older workers are working more than ever before, but still
not as much as people of prime working age.
• There will be a net increase in available jobs and a net
decrease in available workers.
How will we attract and retain workers to our companies and
communities in Fond du Lac County?
For this survey “diverse/lawfully protected candidates” are those who
self-identify as members of lawfully protected groups by virtue of their
race, ethnicity, or national origin.
 Chosen from largest employers in each
municipality
 211 employers identified
 96 companies participated (45%)
 Average # of employees: 235
 Total # of employees: 17, 606
 Total number of “diverse” employees: 868 (5%)
 % of Total County Labor Force: 32%
3%
7%
Business/Industry
13%
Education
Government
11% 66% Health
Social Services/Non-profit
With Budgetary
Support?
No
22%
Yes
78%
Yes
40%
No With Dedicated
60% Personnel?
No
17%
Yes
83%
Yes
36%
No
64%
Very
Successful,
6.70%
Moderately
Unsuccessful,
16.70%
Moderately
Successful,
76.70%
In Order of Importance:
 Lack of availability of
qualified candidates in
labor pool.
 Too many competitors
pursuing your diverse
employees.
 Lack of retail & service
businesses catering to
diverse needs.
 Lack of supportive
local cultural/social
networks.
Yes
19%
No
81%
Moderately
Unsuccessful,
5.90%
Very
Successful,
23.50%
Moderately
Successful,
70.60%
Top Five in Order of Importance:
 Other – (no dominant theme)
 Unable to offer competitive
wages/benefits
 Lack of other diverse/lawfully
protected co-workers with whom to
connect
 Too many competitors pursuing
your diverse employees
 Lack of retail and service
businesses catering to diverse
employees‟ needs
 We try to hire diverse
employees, but they don‟t stay.
 Retention is as much about
experience in the community as
at work.
 Community & other employees
are not perceived as accepting.
 The culture of a workplace
matters.
 We can‟t change the community.
 Create a sense of urgency
 Community training & education
 Diversity is not perceived as
an asset in the local
workforce.
 Authenticity & consistency
are critical for recruitment
and retention.
 Relationships formed through
continuous outreach (e.g.
with schools) builds trust.
 Workplaces & the community
are both needed to make
retention work.
 Internal workplace efforts
 Countywide support strategies
Employers
• “Diversity plans” are a turn-off for majority
employees.
• People not raised here find it hard to connect
locally.
Employees
• Hire me because I‟m skilled, not because I‟m
Mexican.
• Treating workers uniformly with respect will result in
retention.
By 2018, 38% of new labor force
entrants will be people of color and/or
Hispanic.
 Bureau of Labor Statistics
 “I want to live in a place that fits my
lifestyle more than a job that pays the
most.”
 69% Agree – Michigan Cool Cities Survey
 “Millennials want to work for
companies that stand for something.
To keep them engaged, we'll have to
figure out that „shareholder value‟ is
not the only reason to wake up and get
to work.
 Rebecca Ryan, Next Generation Consulting
 The degree to which an
employee is accepted and
treated as an insider by
others in a work system.
“Inclusion
 An individual‟s access to
Broadens
information and resources,
ability to influence decision- the
making processes, and job Bandwidth.”
security.
F. Miller, 1998.
 Involvement in work groups.
(Pelled et. Al, Mor-Barak, & Cherin in Janssens &
Zanoni, 2008)
A company where
organizational practices &
policies ensure that:
 Minority and majority employees are treated the
same.
 All employees are able to express their cultural
identities.
 Distinct competencies are valued.
(based on Janssens & Zanoni, 2008)
Inclusive companies are profitable companies.
 YouTube
 Search “Fond du Lac
Inclusion”
 Mid-States Aluminum
 Charter
Communications
 Aurora Health Care
 Michels Corporation
 Hispanic Business, 2008
 HR Magazine, 1999
 Institute of Management & Administration, 2007
 Crain‟s Small Business, 1997
 Public Personnel Management, 1998
 Financial Executive, 2009
 Training, 2008
 Chartered Accountants Magazine, 2010
 Human Resource Management International Digest,
2002
 Academy of Management 2010
 Fall2010
 UWEX surveys employees confidentially about
inclusion
 Share results with employer
 Offer Best Practices targeted to the specific
company‟s situation
 Use data as baseline for county companies
 Would this be helpful for your company‟s
attraction/retention efforts?
Improved retention of current
high-potential employees
 Improved ability to attract
excellent candidates
 Increased productivity,
profitability, & resilience of local
employers.
Fond du Lac County is an
inclusive, profitable place to live
& work.
Diana Hammer Tscheschlok
Fond du Lac County UW-Extension
http://fonddulac.uwex.edu/cnred
920.929.3173